Work-family Interference Research Articles

Impacto dos valores laborais e da interferência família: trabalho no estresse ocupacional

Esta pesquisa teve como objetivo investigar a influência da interferência família-trabalho e dos valores do trabalho sobre o estresse ocupacional. Para tanto, utilizaram-se três instrumentos: Escala de Estresse no Trabalho, Escala de Interação Trabalho-Família e Escala de Valores Relativos ao Trabalho. Participaram da pesquisa 237 funcionários de uma instituição bancária. Os resultados indicaram que a interferência família-trabalho influencia o estresse ocupacional, sendo que quanto maior o escore de interferência, maior o estresse. Sugere-se que a interferência família-trabalho possa favorecer diretamente o aparecimento de estressores organizacionais e orientar cognições e afetos que influenciem a percepção de demandas do trabalho como estressores. Os valores do trabalho não apresentaram relação com o estresse ocupacional, o que pode ser decorrente do instrumento utilizado para avaliar o estresse ou da maior importância desses valores na escolha da profissão. Limitações e orientações para pesquisas futuras são apresentadas no texto.

Impact of Work-Family Interference on General Well-Being: A Replication and Extension.

Impact of Work-Family Interference on General Well-Being: A Replication and Extension.

The ability of ‘family friendly’ organizational resources to predict work–family conflict and job and family satisfaction

AbstractThe effectiveness of organizational interventions in reducing the adverse consequences of work–family conflict has produced mixed findings. This paper examines the relationship between the use of organizational ‘family friendly’ resources (such as crèche facilities, flexible working hours, and job sharing), with levels of work–family conflict, and job and family satisfaction over time. Using structural equation modelling, these associations were tested in 398 employed men and women who each completed a self‐report questionnaire administered on two occasions. The use of organizational interventions directly predicted increased levels of concurrent (Time 1) work–family interference and increased levels of subsequent (Time 2) job satisfaction. Both organizational interventions and family interventions (i.e. support) positively predicted subsequent family satisfaction. The research demonstrates that the provision of organizational ‘family‐friendly’ practices will produce improved psychological outcomes for employees. Copyright © 2005 John Wiley & Sons, Ltd.

Mandatory Overtime Work in the United States: Who, Where, and What?

Who works mandatory overtime? Descriptive analysis of a module in the 2002 General Social Survey finds that 28 percent of full-timers face and 21 percent actually worked extra hours because it was required by their employer—a slight increase since overtime work was last measured twenty-five years ago. Mandatory overtime is more frequent among men, the foreign born, those employed in non-profits, blue-collar occupations, and industries such as public administration and manu facturing. Relative to workers who have no overtime, workers who face mandatory overtime are found more frequently among workers who have inflexible work schedules, seniority, difficulty finding alternative jobs, bonus compensation, and poor relationships with management. Relative to those with non-mandatory overtime, those who work man datory overtime show less job satisfaction, job security, and say about their jobs. Thus, understanding the effects of mandatory overtime has implications for organizations that aim for high-performance workplace structures and smooth labor relations and for labor organizers who seek to attract members by addressing the negative consequences of mandatory overtime, such as heightened work-family interference. While some collective bargaining provisions seek to curb mandatory overtime, their limited effect may be why at least seven U.S. states have passed some form of legal ban and/or right to refuse.

The Relationships Among Part-Time Work, Work-Family Interference, and Well-Being.

The authors investigated the effect of part-time work on work-family interference and well-being among 160 part-time and 29 full-time employed mothers (with a partner) working at 2 insurance companies in the Netherlands. The authors controlled for working part time as a strategy for reducing work-family imbalance and found that part-time work was associated with a lower level of work-to-family interference. Also, high levels of work-family interference were associated with diminished well-being. Work-to-family interference played a mediating role in the relationship between part-time work and well-being. Results indicate that part-time jobs can enhance the work-family balance not only for those explicitly choosing part-time employment as a means to reduce work-family imbalance but also for other employees.

Development of the Work–Family Interface Scale

Based on a series of qualitative and quantitative studies, a 20-item measure of work–family interface was developed and tested with a group of 188 childcare providers. The instrument, the Work–Family Interface Scale (W-FIS), had an overall alpha of .90 and a mean inter-item correlation (MIC) of .31. Confirmatory factor analysis (CFA) was used to test a five-factor structure with supportive evidence emerging. The factors were named General Overload (4 items), Conflict of Family to Work (4 items), Spillover of Family to Work (4 items), Spillover of Work to Family (3 items), and Conflict of Work to Family (5 items). Alpha coefficients were (in order) .85, .73, .83, .74, and .86; MICs were .59, .43, .55, .48, and .56. Multivariate analyses indicated that when entered into a regression analysis with job demands, job control, and job resources, only the W-FIS and job resources were related to depression symptoms ( R 2=.23). Work–family interface was found to mediate the association between job demands and depression symptoms; and the interaction term between job resources and work–family interface was significant when added to the regression analysis ( p<.0001). Regression lines for low, medium, and high levels on work–family interface indicated that high levels of work–family interference and low job resources are associated with higher levels of depression symptoms.

When work and family collide: Deciding between competing role demands

This study examined the factors that influence the decision to participate in a work activity or a competing family activity. Part-time MBA students were presented with a vignette in which they were required to choose between participating in a weekend project team meeting and a surprise birthday party for a parent. Pressures from role senders (managers and spouses) to participate in each activity and the supportiveness of role senders for participation in the other role were manipulated in vignettes, and the salience of each role was assessed with self-report scales. Both work and family pressures affected the choice of activity. The salience of work and family roles for respondents also influenced the choice, with the effect of family salience stronger for those who were higher in self-esteem and higher in work salience. Implications of the findings for understanding the directionality of work–family interference are identified, limitations are discussed, and areas for future research are proposed.

Relation of Behavioral and Psychological Involvement to a New Four-Factor Conceptualization of Work-Family Interference

The relation of role involvement to work-family interference has had inconsistent results in past research. By paying closer conceptual attention to the measurement of role involvement and work-family interference, this study addresses past inconsistent findings. First, a new four-factor measure of work-family interference is proposed that incorporates the dimension of externally generated versus internally generated conflict, which has been ignored in previous research. Second, role involvement is considered from both a behavioral and a psychological perspective. Data were obtained from a sample of 534 employed adults with families. The results suggest that a mapping of behavioral and psychological involvement to specific dimensions of external and internal work- family interference appears to be important when examining the general relation of role involvement to work-family interference.

Influence of Employment Characteristics on Postpartum Mothers' Health

SUMMARY Background/Purpose: Over half of mothers with infants under one year are employed. This study explored the work experiences of women who returned to employment during the first year and the relationship of employment characteristics to maternal health. Design/Methods: Longitudinal, repeated measures during pregnancy and 1, 4, 8, and 12 months postpartum. Data on employment characteristics and health status gathered between 1990–95 by questionnaire from 149 employed, partnered women residing in a large urban area in the northwestern United States. Results: Work-family interference increased significantly between pregnancy and each postpartum occasion (p < .001). Between 19–34% of the variance in health status at each measurement occasion was explained by employment characteristics. Work-family interference consistently contributed to the variance in health status. Conclusions: New models are needed to further understand the complex interplay of work and family lives.

Role strain among working parents: Implications for workplace and community

This study examined work-family interference experienced by working parents in a sample of 1888 employed adults. Role strain was examined using a multidimensional model that included family-related and work-related demands and resources. Multiple regression analyses revealed that having children under the age of six, more demanding jobs, less satisfactory child care arrangements, and less workplace support contributed significantly to higher levels of role strain. Utilization of workplace programs and benefits such as Dependent Care Accounts, Child Care Resource Guides, Parent Information Fairs, and adjusted work schedules did not significantly impact levels of work-family interference. Moreover, work and family resources were not found to have greater benefit for employees with more demanding work and family situations than for those with less demanding situations. These findings demonstrate the limited buffering ability of certain workplace and family resources, and the importance of identifying work-site as well as community-based programs and policies that have the greatest potential to assist working parents and their children. Cette étude éxamine l'intrusion travail-famille d'une expérience vécue de parents qui travaillent parmi un groupe représentatif de 1888 adultes avec emploi. La tension de rôle est éxaminée par le biais d'un modèle multidimensionnel comprenant des éxigences et ressources se rapportant à la famille et au travail. Les analyses de régression multiples démontrent que les attributs suivants contribuent de manière significative à des niveaux plus élevés de tension de rôle: avoir des enfants de moins de six ans, avoir un poste plus éxigeant, des écoles maternelles moins satisfaisantes et moins de soutien dans les lieux de travail. L'utilisation de programmes et des bénéfices de travail comme les comptes de 'Dependent Care' (c'est àdire les comptes accordant aux parents certains avantages fiscaux) des guides de ressources de crêches, des foires de renseignement pour les parents, et des horaires de travail adaptables aux besoins du travailleur, n'affectent pas significativement les niveaux de l'intrusion de travail-famille. En outre, les ressources ayant rapport au travail et à la famille ne se revelent pas plus bénéfiques pour les employés ayant une situation plus éxigeante que pour ceux dont la situation est moins éxigeante. Ces résultats démontrent la capacité protectrice limitée des certaines ressources du lieu de travail et de la famille, ainsi que l'importance d'identifier des programmes et une politique à base communitaire qui aient le potentiel le plus grand d'accorder de l'assistance aux parents qui travaillent et à leurs enfants.

The Impact of Workplace Support on Work-Family Role Strain

Work-family research has demonstrated that a significant proportion of employed parents experience some or a great deal of difficulty coordinating employment and family demands (see review by Friedman, 1987; Hughes & Galinsky, 1988). Coordinating employment and family life appears to be particularly difficult for employed mothers with preschool age children. When compared with employed mothers of older children, employed mothers with younger children are more likely to experience greater work-family interference (Hughes & Galinsky, 1988). In addition, employed mothers of preschoolers have been found to report significantly greater work-family role strain and more health-related symptoms than their male counterparts (Greenberger, Goldberg, Hamill, O'Neil, & Payne, 1983). Research attention has been directed to ways of coping with work-family difficulties; however, such research typically focuses on how individuals and families manipulate employment and family demands in an attempt to create patterns of relationships and activities that are manageable (see reviews by Hansen, 1991; Menaghan & Parcel, 1990). Although these types of coping strategies may be effective in helping employed parents balance employment and family roles, such solutions have been considered unsatisfying, as they fail to fully address the complete nature of the difficulties (Menaghan & Parcel, 1930,p. 1089). Instead of focusing exclusively on what individuals and families can do to cope with employment and family life, increasing attention is being directed to the role that the workplace can play in generating solutions to work-family difficulties. This area of research seeks to answer the question, What can the workplace do to facilitate the integration of employment and family life for employed parents? LITERATURE REVIEW Although no integrated theory of work-family relationships exists (Voydanoff, 1989), Kelly and Voydanoff (1985) propose an inductive model of work-family role strain that acknowledges levels of social structure and process (p. 368). According to the model, work-family role strain is the result of the combined influence of demands and coping resources derived from individual, family, and work-related sources. The authors posit that, whereas the cumulative demands of multiple roles can result in role strain, available resources may prevent or reduce role strain by enabling individuals to cope with these demands. Empirical investigations of work-family outcomes have typically focused on individual, family, and work-related sources of demands (cf. Voydanoff, 1987), as well as individual and family sources of coping resources (see reviews by Hansen, 1991; Menaghan & Parcel, 1990). Although the potential benefits of various work-related coping resources have been discussed, few studies have analyzed the influence of this type of resource on work-family role strain or have simultaneously identified demands and coping resources from the work setting. The review that follows identifies previous research on work-related sources of coping resources and demands that may combine to influence perceived levels of work-family role strain. Work-Related coping Resources Emerging literature on workplace support proposes that workplaces can play an important role in assisting employees with the coordination of employment and family roles (Bowen, 1988; Kamerman & Kahn, 1987; McCroskey, 1982; Voydanoff, 1987). Discussions of supportive or workplaces typically focus on three types of coping resources that may be valuable to employees: (a) family-friendly organizational culture, (b) supportive supervisory practices, and (c) available family-oriented benefits. Organizational culture. Organizational culture refers to the philosophy or set of expectations or beliefs characteristic of the business organization. The classification of an organization's culture as family friendly implies that its over-arching philosophy or belief structure is sensitive to the family needs of its employees and is supportive of employees who are combining paid work and family roles. …

Gender, Job and Family Conditions, and Psychological Symptoms

This study examined the hypothesis that gender differences in psychological distress are mediated by job and family role conditions. Previous research has failed to directly test such mediational hypotheses but rather has inferred effects of role conditions from simple role-occupancy variables. The sample consisted of full-time employed married respondents including 161 women with full-time employed spouses, 142 men with nonemployed spouses, and 126 men with full-time employed spouses. Although the sample reported low psychological symptomatology overall, the women in dual-earner families reported more psychological symptomatology than did either group of men. Hierarchical regression equations indicated that work and family conditions fully attenuated this gender differential. Women in dual-earner families also reported less job enrichment, less time at work, and more household labor inequity than did either group of men. They also reported more childcare difficulty than did men with nonemployed spouses. Work-family interference predicted psychological symptomatology and partially accounted for its relationship with some job and family conditions. We discuss processes through which gender affects psychological distress.

Role Overload, Role Conflict, and Stress: Addressing Consequences of Multiple Role Demands

Previous studies provide contradictory evidence regarding the relationship between multiple role demands and psychological well-being. Some of the inconsistency in this research may stem from the conceptual confusion surrounding the concepts of role overload and role conflict. This study clarifies these concepts in order to examine their effects on stress-related outcomes. A model is tested which specifies that role overload (e.g., domestic and paid work time expenditures) and role conflict (e.g., perceptions of work-family interference) affect satisfaction with various role domains (e.g., job satisfaction and marital satisfaction) which in turn influences stress (e.g., psychophysical symptoms and well-being). Covariance structure models are estimated for employed, currently married women and men. As expected, marital and job satisfaction strongly affect both psychophysical symptoms and well-being. Findings also suggest that role conflict decreases both sexes' job satisfaction and men's marital satisfaction and increases zvomen's psychophysical symptoms. Role overload does not affect role satisfaction or stress for either sex. It is concluded that perceived role conflict decreases wvomen's psychological health, but role overload does not.

Employed Parents: Role Strain, Work Time, and Preferences for Working Less

This research, analyzing data from the 1977 Quality of Employment Survey, examines the work-time preferences of 224 dual-earner couples with children aged 12 and under. Approached from the perspective of role strain, the study hypothesizes that six factors are related to an employed parent's stated preference for fewer work hours: gender, family obligations, current work hours, perceived work-family interference, occupational status, andjob flexibility. Multivariate (logit) analysis techniques reveal that gender is significantly related to work-hour preferences for both self and spouse, with the wish of wives to work fewer hours endorsed also by husbands who want their wives to work fewer hours. In addition, actual work time and gender interact such that mothers working full-time prefer to reduce their work week. As expected, perceived work-family interference is related to a desire for a reduced work schedule for both self and spouse.

The Work-Family Interface and Marital Change Across the Transition to Parenthood

This article examines the effects of work-family interference and support on couples experiencing the transition to parenthood. Correlational relationships between measures of work-family interference and support and assessments of marital change (based on measures taken prenatally and at three- and nine-months postpartum) were examined. The findings suggest that husbands and wives experiencing high levels of work-family interference report an increase in marital conflict across the first two measurement occasions. In addition, husbands also report increased marital satisfaction when work-family support is high. Difference scores reflecting marital change from three to nine months indicate a decrease in wives' satisfaction with communication and positive feelings in the relationship as a result of high work-family stress. These findings suggest that the work-family relationship, as one determinant affecting the transition to parenthood, deserves further study.